APC 2012 Annual Report Download - page 75

2012 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 73
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
4.3 Employee engagement and talent attraction
Approach
Schneider Electric is working to become the “best company” to
work for, as rated by its employees, and conducts a survey of
employee satisfaction every quarter.
The Group also is looking to establish a strong name as an employer
and is communicating around its Employer Value Proposition, which
are closely aligned with the values of the Schneider Electric brand.
Total Employee Experience
The Total Employee Experience program is a collaborative approach
that empowers all employees at every stage of their careers. The
Group’s employees have the power to infl uence their own success,
and the Total Employee Experience program allows them to take
ownership of their direction. Total Employee Experience provides
managers with the tools to manage motivated employees and
provides Human Resources to play a strategic role in building a
thriving global organisation, in the spirit of the Group.
Action plans
Employee satisfaction
Set up in2009, the One Voice internal satisfaction survey is carried
out on a quarterly basis to take the organization’s pulse worldwide.
The survey methodology used is similar to that used to measure the
Group’s customer satisfaction.
Specifi cally, all employees are asked to fi ll out a short questionnaire
evaluating their engagement and their willingness to recommend
Schneider Electric as a model employer. This process helps
the Group identify key avenues for improving major employee
engagement factors.
Analyzed by country and by unit, the survey results help to steadily
improve employees’ commitment to processes and projects, whose
proper execution is crucial to both successfully implementing the
Group’s strategy and satisfying its customers.
A key performance indicator for the Group, registered in the
Planet & Society Barometer, was to increase by 14 points the
Company’s employee recommendation score between 2009
and 2011. At the end of 2011, the goal was exceeded with
32points of increase.
In2012, new questions have been added to the survey that gives
the Group a detailed Employee Engagement Index. This new index,
based on six standard questions, enables us to compare ourselves
with the best employers in our industry and with the best employers
in key regions of the world. In2012, the Employee Engagement
Index at Group level is 55%, above the industry average (53%).
The Employee Engagement Index has been included in the
Planet&Society Barometer 2012-2014.
The One voice survey is now part of the culture of the Company
and gives the opportunity to all employees to send regular feedback
to the organisation and their managers. That is why one of the key
results is the percentage of our employees aware of an action plan
after the survey. In2012, we improved by 24points the number of
our employees aware of an action plan from 44% at end of2011
(for email population) to 68% at end of2012, the most signifi cant
result for the year. A lot of efforts have been done to educate entities
and managers to organize focus groups and feedback sessions.
For instance, the Women Initiative (structured action plan to develop
and support women and educate leaders on gender diversity)
started with a focus group with a clear objective: understand how
to better engage talented women. The impact of this initiative on
engagement measured was huge, increasing from 53% to 61%.
One of the key initiatives launched this year to improve employee
engagement was the “Cool Site” program, a program to push
innovative and distinctive actions for employees at site level.
Cool sites program
The Cool Sites program, which helps the Group’s offi ces develop
workplaces (sites) that are attractive, inspiring, and energizing for
employees, is supported under the “Connect People”, “Engaging
Workplace” program. A fi rst measure of the number of cool sites
has been done at end of2012: the Cool Sites target of 60sites
(representing 20,500employees) has been exceeded, with 82Cool
Sites in 25countries representing a headcount of 33,600employees.
This indicator has been included in the Planet&Society Barometer,
with the fi rst measures published and audited from2013.
Employer Value Proposition
After launch in2008 as part of the One program, the drive to deploy
a strong employer brand was stepped up from2009. Schneider
Electric becomes a distinctive employer of choice. It is recognized
as a highly attractive global company offering a friendly, fl exible,
creative and dynamic work environment, ensuring the development
of its people and the sustainable development of the Planet and
Society. Schneider Electric’s Employer Value Proposition creates
the emotional link with Schneider brand value which enables to
attract diverse young potentials and professionals.
Universum rankings – Global top50 World’s Most
Attractive Employers
Universum is a research company that helps global corporations
understand their employer branding positioning in each country they
are operating. Universum annually surveys over 300,000students
regarding their career preferences, career goals and image
perception of their ideal employers. The study is conducted in
27countries and involves more than 1,500 universities. In 2011,
Schneider Electric participated for the fi rst time in Universum
ranking survey in business and engineering schools. In 2012,
Schneider Electric has entered into the top 50 “World’s Most
Attractive Employers” by Universum (engineering category).
In March 2012, Universum announced its 2012 “Best Climber”:
Schneider Electric France was rewarded for quickly moving from
the 102ndposition in2011 to the 80th in2012 in business schools
ranking in France.